Test Bank Human Resource Management 6th Edition by H. John Bernardin A+

$35.00
Test Bank Human Resource Management 6th Edition by H. John Bernardin A+
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Test Bank Human Resource Management 6th Edition by H. John Bernardin A+

$35.00
Test Bank Human Resource Management 6th Edition by H. John Bernardin A+

1. The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.

Answer: True

Page: 25

Level: Easy

[QUESTION]

2. Validated selection and promotion systems are related to lower productivity and high costs.

Answer: False

Page: 4

Level: Hard

[QUESTION]

3. 360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.

Answer: True

Page: 7, Figure 1-1

Level: Medium

[QUESTION]

4. Quantitative reviews, also known as meta-analyses are used to evaluate the effectiveness of HRM methodology.

Answer: True

Page: 9

Level: Medium

[QUESTION]

5. Unlike other corporate functions, such as Finance, HRM is not concerned with quantitative analysis as a part of decision-making preferring to rely on intuition to make decisions.

Answer: False

Page: 4

Level: Hard

[QUESTION]

6. Organizational design is concerned with establishing, fostering, and maintaining employee skills based on organizational and employee needs.

Answer: False

Page: 11

Level: Medium

[QUESTION]

7. Increasing globalization of the economy and a growing competitive work environment with a premium on product and service quality is one of the trends enhancing the importance of HRM.

Answer: True

Page: 12

Level: Easy

[QUESTION]

8. Outplacement and promotional decisions are common activities under the HRM domain of Organization Design.

Answer: False

Page: 10; Figure 1-3

Level: Easy

[QUESTION]

9. One of the six steps for creating a workforce scorecard is to develop supporting HR management and measurement systems.

Answer: True

Page: 21

Level: Easy

[QUESTION]

10. The metrics challenge ascertains whether managers have the access, capability, and motivation to use the measurement data to communicate strategy and monitor progress.

Answer: False

Page: 21

Level: Medium

[QUESTION]

11. A validated method of selection is a method that is shown to predict applicant success on the job

Answer: True

Page: 7

Level: Medium

[QUESTION]

12. Competitive advantage occurs if customers perceive that they receive more value from their transaction with an organization than from its competitors.

Answer: True

Page: 25

Level: Easy

[QUESTION]

13. A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.

Answer: True

Page: 5

Level: Medium

[QUESTION]

14. When a change is made in one functional area of HRM, such as a change in the skills needed to perform a job, there is no need for management to consider the impact on another HRM functional area.

Answer: False

Page: 11

Level: Hard

[QUESTION]

15. Corporate social or environmental performance relates to a company’s ability to make profits while not sacrificing the resources of its people, the community, and the planet.

Answer: False

Page: 25-26

Level: Medium

[QUESTION]

16. Financial or economic capability is derived from an advantage related to costs, when a business is able to produce or provide a good or service more cheaply than competitors.

Answer: True

Page: 28

Level: Easy

[QUESTION]

17. Strategic capability represents the business’s ability to manage organizational systems and people in order to match customer and strategic needs.

Answer: False

Page: 26

Level: Easy

[QUESTION]

18. HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues.

Answer: True

Page: 6

Level: Easy

[QUESTION]

19. HPWP includes HRM practices that motivate employees to put forth discretionary effort.

Answer: True

Page: 7

Level: Easy

[QUESTION]

20. Fair treatment of workers results in lower performance and increased costs.

Answer: False

Page: 7

Level: Medium

[QUESTION]

21. The following are examples of current HR trends.

T F Increased globalization of the economy Answer: True

T F Technological changes Answer: True

T F Decreased litigation Answer: False

T F Stagnation in the labor force Answer: False

Page: 13

Level: Medium

Multiple Choice Questions

[QUESTION]

22. The products or services of HRM include all of the following EXCEPT:

A) organizational restructuring

B) job design

C) personnel planning

D) evaluating

E) manufacturing

Answer: E

Page: 10

Level: Medium

[QUESTION]

23. Which of the following does not offer sources of uniqueness?

A) Financial or economic capability

B) Product capability

C) Technical capability

D) Equal employment capability

E) Organizational capability

Answer: D

Page: 28

Level: Easy

[QUESTION]

24. __________ involves the arrangement of work tasks based on the interaction of people, technology, and the tasks to be performed in the context of the mission, goals, and the strategic plan of the organization.

A) Employee and organizational development

B) Organizational design

C) Staffing

D) Performance management

E) Organizational development

Answer: B

Page: 11

Level: Easy

[QUESTION]

25. Measurement and ________ are key to achieving organizational effectiveness and gaining and maintaining a competitive advantage.

A) intuitive decision making

B) subjective decision making

C) a focus on short term consequences

D) Data-driven decision making

E) a focus on organizational strengths

Answer: D

Page: 5

Level: Easy

[QUESTION]

26. The major domains of HRM are:

A) selection, training, performance management, and compensation.

B) human resources planning, job and work analysis, organizational restructuring, job design, team building, computerization, and worker-machine interfaces.

C) organizational design, staffing, performance management and appraisal, employee training and organizational development, and reward systems, benefits, ad compliance.

D) HR design, planning, downsizing, and restructuring.

E) recruitment, employee orientation, selection, promotion, and termination.

Answer: C

Page: 10

Level: Easy

[QUESTION]

27. In their research, Huselid, Becker and Beatty found that traditional financial performance measures such as return on equity, and ROI are ________ and can be predicted by the way a company conducts its HR practices which are ___________.

A) Opportunities, strengths

B) Lagging indicators, leading indicators

C) Qualitative, subjective

D) Measures of marginal productivity, lagging indicators

E) Leading indicators, lagging indicators

Answer: B

Page: 5

Level: Medium

[QUESTION]

28. Graphology is associated with:

A) quality analysis.

B) behavioral analysis.

C) appraisal process analysis.

D) handwriting analysis.

E) actuarial model analysis.

Answer: D

Page: 7

Level: Easy

[QUESTION]

29. Which of the following challenge for “successful workforce measurement and management” asks whether managers have the access, capability, and motivation to use measurement data to communicate strategy and monitor progress?

A) Metrics

B) Perspective

C) Execution

D) Validation

E) Quality workforce

Answer: C

Page: 21

Level: Medium

[QUESTION]

30. Which of the following is one of the six general steps that an organization must take to develop a “workforce scorecard:”

A) View a workforce in terms of cost rather than contribution.

B) Establish a uniform incentive system.

C) Identify low performers to reduce variance in the system.

D) Translate measures into specific actions and accountabilities

E) Provide employees with brief descriptions of what is expected

Answer: D

Page: 21

Level: Easy

[QUESTION]

31. HPWP stands for:

A) high-performance work practices

B) high-productivity work practices

C) high-profit work practices

D) high-paying work practices

E) high-product work practices

Answer: A

Page: 7

Level: Easy

[QUESTION]

32. Which HRM domain includes affirmative action/diversity, promotion/separation, and orientation?

A) Organizational design

B) Performance management and appraisal

C) Staffing

D) Reward systems and compliance

E) Employee training and organizational development

Answer: C

Page: 10, See Figure 1-3.

Level: Easy

[QUESTION]

33. Which domain would include assessment of an individual, or a department’s, degree of success in meeting or exceeding predetermined levels of productivity and/or quality.

A) Organizational design

B) Staffing

C) Performance management

D) Employee training and organizational development

E) Reward systems, benefits, and compliance

Answer: C

Page: 10

Level: Hard

[QUESTION]

34. Which act prohibits job discrimination on the basis of race, sex, color, religion, or national origin?

A) Civil Rights Act of 1964

B) Americans with Disabilities Act of 1990

C) Fair Labor Standards Act

D) National Labor Relations Act

E) Employee Retirement Income Security Act

Answer: A

Page: 16

Level: Easy

[QUESTION]

35. The Valley National Bank exercise demonstrated that

A) An employee’s length of service should not be considered when making employment decisions.

B) Issues such as discrimination suits should never be talked about directly with the employee making the claim.

C) Understanding an organization’s goals, strengths and weaknesses is critical to managing human resources in order to gain a competitive advantage.

D) Compensation issues have no impact on employee morale.

E) Career planning is the sole responsibility of the employee, managers should never interfere.

Answer: C

Page: 603-12

Level: Medium

[QUESTION]

36. The __________ challenge ascertains whether management fully understands how workforce behaviors affect strategy execution.

A) metrics

B) perspective

C) execution

D) validation

E) globalization

Answer: B

Page: 21

Level: Easy

[QUESTION]

37. The __________ challenge ascertains if the managers have identified and collected the right measures of success.

A) metrics

B) perspective

C) execution

D) validation

E) Globalization

Answer: A

Page: 21

Level: Easy

[QUESTION]

38. ______ is measured by, the level of employee satisfaction regarding working conditions, recognition and encouragement for good work, opportunities to perform well, and commitment to quality.

A) Validity

B) 360 degree feedback

C) Meta-analysis

D) Engagement

E) Social responsibility

Answer: D

Page: 22

Level: Medium

[QUESTION]

39. If a company is able to offer a higher quality product at a lower price than its competition because of a well designed employee selection process and incentive system, their

A) competitive advantage will decrease

B) customer value will increase

C) corporate sustainability will decrease

D) vulnerability to lawsuits will increase

E) financial performance will decrease

Answer: B

Page: 25

Level: Hard

[QUESTION]

40. Which two major principles describe the extent to which a business has a competitive advantage?

A) Strategic goals and sound measurement

B) Strategic goals and workforce

C) Quantity and quality of products/services

D) Sound measurement and uniqueness

E) Perceived customer value and uniqueness

Answer: E

Page: 25

Level: Easy

[QUESTION]

41. The value chain analysis can be used to:

A) refocus the organization on its core competencies and the requirements of the customer base.

B) focus on understanding customer needs and expectations.

C) describe the extent to which a business has a competitive advantage.

D) formulate strategies that place it in a favorable position relative to other companies in the industry.

E) understand customer needs and expectations.

Answer: A

Page: 25

Level: Medium

[QUESTION]

42. It is necessary to use quantitative analysis to determine the ______ of HRM methodology. This allows managers to know if a methodology is predicting something important.

A) validity,

B) efficiencies

C) scorecard

D) global reach

E) expectations

Answer: A

Page: 4

Level: Medium

[QUESTION]

43. Graphology was not found to be a(n) _____ method to predict future employee _______,

A) valid, demographics

B) valid, success

C) formal, success

D) technological, flexibility

E) formal, demographics

Answer: B

Page: 5

Level: Hard

[QUESTION]

44. The following is not a characteristic of a HPWP:

A) Large number of highly qualified applicants for each strategic position

B) Extensive training and development of new employees

C) Low differential in pay between high and low performers

D) Low percentage of employees covered by union contract

E) Above market compensation for key positions

Answer: C

Page: 7

Level: Medium

[QUESTION]

45. If an organization identifies a function that is not a core competency, they may consider _____.

A) increasing funding to that function

B) hiring more employees to increase the efficiency of the function

C) increasing the compensation for the employees in that function

D) outsourcing that function to an outside company that specializes in that function

E) dedicating more managerial talent to that function

Answer: D

Page: 20

Level: Hard

[QUESTION]

46. HRM is concerned with ensuring that ___________.

A) employees are happy and pampered and offered benefits above market

B) employees that are engaged and productive are retained

C) employees are given extra benefits if they are in a particular demographic group

D) technology is used in a minimal way when it comes to managing employee performance

E) increases in employee compensation is based strictly on seniority

Answer: B

Page: 4

Level: Medium

[QUESTION]

47. Research has shown that there is_____ between HR metrics and business success metrics such as productivity, customer satisfaction and sales.

A) a quantifiable connection

B) not a connection

C) a temporary connection

D) not a permanent linkage

E) only a negative relationship

Answer: A

Page: 23

Level: Medium

Essay Questions

[QUESTION]

48. Describe how technology impacts HR services, including communication, access to information, and measurement of HR activities.

Answer: Technology is revolutionizing many HRM activities. Many organizations are now using extensive software packages to aid in recruitment and personnel management. Many HR activities are tracked electronically, such as turnover, performance appraisals, and training. Managers from different departments, states, or even countries can readily access the HR system and update employment files. In addition, the software packages are easily customized to fit a specific organization's HR activities.

Technology has also changed the speed that HR communicates with employees. Email has changed the speed with which HR and employees communicate. HR can draft and send a company wide memo to all employees within an hour. In addition, employees can instantly communicate with Human Resources. Many companies have also created Intranet sites. These Web sites provide employees with a variety of information, such as health care benefits and proposed changes. HR is now able to communicate with employees at the speed of light.

In addition, the advent of technology has created a variety of concerns for management. Employee privacy and intellectual property are increasingly sited as major technology concerns. Ensuring confidentially of employee data is a growing concern, especially with the large amount of computer attacks occurring worldwide. Liability of an organization in the event of security breaches is still unclear.

Protecting intellectual property is vital for all organization, but most notability for emerging technologies and Research and Development organizations. As a result, organizations are developing electronic communication policies that clearly outline permitted electronic activities, uses of employer systems, and monitoring of employees files, such as email. For example, many companies have banned cellular cameras and instant messaging due to the increased risk to intellectual property theft.

Pages: 15-16

Level: Hard

[QUESTION]

49. Describe the six steps necessary for an organization to develop a “workforce scorecard.”

Answer: [Note to Instructor: See Figure 1-6, p. 21]

Page: 21

Level: Easy

[QUESTION]

50. List a few common activities that are part of the organizational design HRM domain.

Answer: The activities that fall under the organizational design HRM domain are human resource planning based on strategy, job analysis/work analysis, job design, and information systems. [Note to Instructor: See Figure 1-3, p. 10.]

Page: 10

Level: Easy

[QUESTION]

51. Discuss how organizational commitment, job satisfaction, employee engagement and other so-called “soft” measures are relevant to an organization's bottom-line.

Answer: Human resource activities, practices and research typically focus on a relatively small number of criteria or outcome measures. However, these measures can be fined-tuned on the quality of their measurement and the extent to which they are related to customer satisfaction and then long-term profitability and growth. Much of the research in HRM and many of the criteria used to assess management practices focus on employee satisfaction.

Studies indicate establishing some relationship between an HR practice or HR policy or employee characteristics or attitudinal variables and one or more bottom-line criteria such as profit or customer satisfaction. For example, in an excellent study of the relationship between employee attitudes and corporate performance measures in almost 8,000 business units and 36 companies, strong and reliable correlations were found between unit-level employee job satisfaction and job engagement and critical business-unit outcomes, including profit. “Engagement” in this study had to do with, among other things, the level of employee satisfaction regarding working conditions, recognition and encouragement for good work, opportunities to perform well, and commitment to quality. The authors estimated that those business units in the top quartile on the job engagement scale had, on average, from $80,000 to $120,000 higher monthly revenues or sales. HRM practices can facilitate higher engagement. It is clear that changes in HRM practices that serve to increase employee satisfaction and engagement can increase critical business-unit outcomes.

Pages: 21-22

Level: Hard

[QUESTION]

52. Describe the discrepancies between HRM practice and the recommendations from academic research.

Answer: [Note to Instructor: See Figure 1-2, p. 8.]

Page: 8

Level: Easy

[QUESTION]

53. Why is measurement so important for effective HRM?

Answer: Sound measurement is a key to effective management. Good measurement, allied with business strategies, will help organizations select and improve their HRM activities and provide a stronger connection between HRM activities and organizational effectiveness.

As the example of Owens-Corning Fiberglas illustrates, the use of measurements (statistics) can enhance the TQM of an organization. Owens Corning trained its managers in statistical analysis and made them accountable for improving quality which saved the company over a million dollars. It is important for HRM to prove its value to the organization. Measurement provides a way to link their functions with cost savings, financial performance and increased productivity. For instance, conducting tests that indicate the probability of certain job applicants remaining on the job longer than 6 months is cost effective for the company and will save the company money, increasing the bottom line. By demonstrating that HRM practices can enhance the bottom line, line managers are more convinced that good practices should be followed. Through good measurements, HRM can assure itself a place in the organization.

Pages: 4, 6, 23

Level: Medium

[QUESTION]

54. What are the four trends relevant to the growing importance for HRM and why have they increased HRM’s status?

Answer: [Note to Instructor: See Figure 1-4, p. 13.]

Pages: 13-18

Level: Medium

[QUESTION]

55. List three to five characteristics of High-Performance Work Practices (HPWP) and tell how you think they are related to corporate financial performance.

Answer: [Note to Instructor: See Figure 1-1, p. 7.]

Page: 7

Level: Hard

[QUESTION]

56. List a 3 to 5 major Human Resources Management (HRM) responsibilities.

Answer: Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying and developing valid methods for selecting staff.

Page: 4

Level: Easy

[QUESTION]

57. What are examples of high-performance work practices (HPWP)?

Answer: HPWP comprises HR practices or characteristics designed to enhance employees’ competencies and productivity so that employees can be a reliable source of competitive advantage. [Note to Instructor: See Figure 1-1, p. 7.]

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